What are the reports:
Use this to develop self-awareness of strengths, limitations, communication styles and motivators.
A Personal Profile Analysis (PPA) plays a vital part in the recruitment and development process, acting as a complement to interviews, and expanding on information contained within a cv.
A Personal Profile Analysis enables your people to become more aware of their work style. Only by improving their self awareness will they have the means to consolidate their working strengths and compensate for their behavioural limitations. Read more
Use to identify the behavioural requirements of a job that will help you recruit the right people for the right job, identify development needs, restructure roles and redeploy talent.
By defining the ideal behavioural requirements of your roles, you’ll be in a powerful position to make clear decisions on which candidates fit the role you’re recruiting for. In addition, with the right employees in the right roles, you’ll have a higher level of job satisfaction and you’ll be able to truly get the most out of your people. This means you’ll avoid staff turnover, develop the right people for the right roles and reduce the likelihood of recruitment and development mistakes. Read more
Use this to help identify leadership potential by exploring a person’s personality traits and provides an insight into how suited they may be for a given job role or position, for example senior executive leadership.
The assessment is easy, but by completing the test, you’ll gain a comprehensive report into the individuals potential. By understanding someone’s personality and how this interacts with a particular function or role, you can work with them to develop their strengths and areas for improvement so they reach their full potential in work to which they are well suited.
HPTI for Leadership Potential supports your existing leaders in becoming the best they can be and gives you an objective tool with which to identify and nurture your next generation of leaders. Read more
Use this to tell you how well your people understand and manage their emotions, how well they interpret and deal with the emotions of others and how they use this knowledge to manage relationships.
We can administer an emotional intelligence questionnaire as a series of questions whereby an individual rates themselves and measures their self-perception of their own emotions and personality on a certain scale. Read more
Use this to understand how quickly and accurately your people, leaders and managers can process information.
A GIA is a cognitive ability test which is also known more broadly as aptitude and ability tests
Information can be presented verbally, numerically or in spatial and abstract forms. The Thomas General Intelligence Assessment (GIA) measures your cognitive aptitudes and abilities across five areas: Reasoning, Perceptual Speed, Number Speed & Accuracy, Word Meaning and Spatial Visualisation.
The General Intelligence Assessment (GIA) is a cognitive ability assessment that provides an accurate prediction of the time it will take someone to get to grips with a new role/regime. By gauging their capabilities, you will be able to keep your people engaged in their work and your organisation with appropriate challenges suited to their strengths. The GIA will also enable you to identify potential leaders, those that can think on their feet and the people better suited to methodical problem solving. Read more
Use this to give the individual a well-rounded analysis of how others perceive them, in comparison to how they perceive themselves.
A 360 review focuses on the competencies and behaviours of an individual in comparison to a standard review which looks at an individual’s basic job requirements. Competencies are aligned with the core values of an organisation and focus on subjective areas such as focusing on the future, involvement, empowering others, decision making and drive for excellence.
During a 360 review, because feedback is received from a variety of perspectives and in a confidential manner, new information can easily be gathered from across an organisation that wouldn’t otherwise be shared. 360 reviews also help managers save time and stress, as it is a combined effort which can bring quality and targeted feedback on an individual’s developmental areas. A 360 review can help to improve interpersonal relationships within teams and performance throughout an organisation by nurturing a culture of continuous reflection and improvement in-line with an organisation’s goals. Read more
Use this to identify the behavioural make up of the team
It is a unique team evaluation and assessment tool that gets to the root cause of team issues and problems in hours rather than weeks. Using our behavioural assessment tool – Personal Profile Analysis (PPA) we can help you build high performance teams.
Team audit offers an assessment that helps team members understand themselves and the impact their behaviour has on others, and can have a massive impact on team development. A team evaluation can be used when teams are not performing as well as they should, when a company strategy calls for change, if an organisation is not performing or when there is a change to the membership of the team. Read more
Use this to give you more perspectives on individual performance, high energy teamworking and organisational culture.
The Team Management Profile can unlock natural energies, develop high energy teams and places personal development at the heart of high performance
It offers personal feedback based on extensive research with and for managers into what creates personal success.
A rigorously validated questionnaire is analysed by special software to provide a 4,500 word customised report, available in major European languages. This helps you to acheive results for yourself and those you work with. Read more
Measures workplace engagement: how people think and feel about the work they do, the people they work with and the company they work for.
It identifies different areas of strength and vulnerability such as teams, departments or regions that are engaged and those that may be struggling and need support. It benchmarks organisations against others and recommends actions you can implement towards sustainable change and development.
Engage was designed following 5 years of extensive academic research by Mark Slaski into workplace engagement. Built from sound scientific theories of the psychology of groups, engage measures the seven key factors that drive workplace engagement. Read more
The SDI approach involves helping people understand how their motives drive their behaviours, how those motives and behaviours change during different situations, and how to develop a better understanding of the motive-driven behaviours of others. It’s an approach that drives stronger relationships and more effective teams.
SDI tools are designed to help people understand themselves and others – not just how we behave, but why we behave in certain ways – and that understanding can lead to meaningful, practical changes in leaders and teams that minimise conflict and maximise effectiveness.
SDI helps people understand how their motives drive their behaviours, how those motives and behaviours change during different situations, and how to develop a better understanding of the motive-driven behaviours of others.